Tag Archives: personality test design

In this personality test design tag, you can firstly find all of our most useful and up-to-date personality test information.

Secondly, you can find all of the tips and practice tests on our site.

We hope you find both of these useful.

Rob Williams Assessment Ltd specialise in designing highly predictive psychometric solutions. In particular, situational judgement test design, realistic job preview design, aptitude test design and personality questionnaire design.

We work across a wide range of sectors and job roles. Our tailor-made psychometric offerings are as unique as our clients’ organisations.

Our organisation prides itself on client satisfaction. We have many positive LinkedIn reviews from our big client projects.

Man presenting to team showing his team leader skills

Team Leader Skills Assessment

We’re currently planning a team leader skills assessment.

If you would like to be part of this project please email rrussellwilliams@hotmail.co.uk.

Or book a meeting using this Calendly calendar.

To assess team leadership we will design a specific tool that questions graduates on their personality and team leader skills.

Our Team Leader Skills Assessment

Team Leadership

Blog written on white desk with laptop & coffee.

Psychometric design Blog

Welcome to our psychometric design blog. On our psychometric design blog page, we present you with various articles and test practice. We also provide tips and other great advice relevant to almost any assessment.

Psychometric Design Blog

Job specific psychometric test practice

CEB SHL Verbal and Numerical Reasoning Test Practice

Aptitude test practice books

Rob Williams’s five practice aptitude tests books are all available on Amazon:

Firstly, in our opinion, Brilliant Passing Verbal Reasoning Tests is the best aptitude test practice book for Passing Verbal Reasoning Tests.

Secondly, in our opinion, Brilliant Passing Numerical Reasoning Tests is the best aptitude test practice book for Passing Numerical Reasoning Tests.

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Personality Test Validation Service

Test validation benefits

The key benefit is the production of a report that highlights those personality factors that are important for success leading to improvements in future recruitment. Other possible benefits include the following:

  • Development of clear decision rules to make recruitment both more efficient and more effective;
  • Information on the areas in which staff are seen as working more effectively or less effectively;
  • How the client’s staff differ in terms of personality from other groups; and
  • Depending on what data is collected, analysis of information relating to fairness and diversity

Incentives, such as discounts on materials, are something that need to be negotiated on a case by case basis – depending on the quality of the data that might be given to us. It is likely that the analysis would be conducted free of charge.

Validation Stages

Personality Test Validation Stage 1

Identify the following:

  • Who should complete the personality. Each participant should be doing a similar role. A sample in excess of 40-50 is required. 
  • What job performance measures should be used and are available from HR. Examples of suitable job performance criteria:
  • sales figures
  • appraisal ratings
  • development or assessment center competency ratings or pass/fail criteria
  • length of service

Personality Test Validation

Stage 2 – Personality Test Validation

An excellent way of obtaining job performance data is to use a managerial Performance Rating form. Managers rate behavioural criteria that are important in their particular role.  Some of the benefits include getting better quality data, getting around the “political” problems of appraisal ratings and covering all aspects of job performance focusing on those which would be more likely to correlate to the 16PF.

At the same time it is worthwhile asking people to rate themselves on the same criteria using a Performance Rating form.

Stage 3 – Personality Test Data Collection

Arrange for identified employees to complete the personality test. Also for their respective managers to complete individual Performance Rating forms.

Final Stage of Personality Test Validation

ROB WILLIAMS ASSESSMENT will conduct all the statistics – requiring a couple of days work – and share the results with the client in the form of a short report – also requiring a couple of days work.

10 personality tips to help your Study Skills

  1. Find time to study – If you manage your time badly, inevitably you will be less productive than if you manage it well. This can lead to increased stress and anxiety levels, especially around exam time.
  2. Keep to a routine – Work in the same place at the same time each day. Also, make sure you have everything you need before you start.
  3. Work to your strengths – Schedule challenging tasks for when you are most alert, and routine ones for when you may be feeling more tired.
  4. Don’t waste time – Rather than reading irrelevant material, skim and scan to help you decide if you need to read something critically and in-depth.
  5. Avoid distractions – Related to above. Switch emails and social media off to prevent your mind wandering while trying to learn new information!
  6. Regularly review your notes – Edit out what you don’t need. Ask yourself the question: “Is this information is relevant to my assignment, and how does it relate to what I already know.”
  7. Vary how you to take notes – For example, use Mind Maps and diagrams to generate ideas and linear notes to focus your ideas for essay or report plans.
  8. Be critical – Make sure that you always add your own comment to every concept or quotation that you write down. Maintain a critical and analytical approach at all times!
  9. Plan your work – If writing an assignment produce a detailed plan before you start to write it. This will make the drafting process much less stressful
  10. Understand different styles  – By understanding different writing styles – such as academic, journal and journalistic styles – you can put what you read into perspective. In particular, you can become more aware of any particular bias.

Culture Fit / Values Fit Tests

We specialise in several types of culture fit and work values fit tests:

  • Values fit – useful measure for startup selection processes
  • Personality fit – similar to cultural fit
  • Team fit
  • Career fit

Work Values Fit Tests

We explore three types of work values tests:

  • Personality work values tests
  • Fit designs for matching corporate values to personal values
  • Situational Values Fit Designs

1) Personality work values fit tests

Rob Williams Assessment Ltd has experience of designing personality values tests that are generic in nature.

2) Matching corporate values to personal values

Alternatively, specific values test which assesses a company’s values. Hence, an individual’s fit between their personal values and their work’s organisational values. Situational judgement tests (SJTs) are often used to measure values. Also, the fit with a company’s values.

  •  3-4 scenarios to assess each value.
  • Totalling approx. 15-16 questions.
  • Provides accurate and meaningful feedback to each respondent.

3) Values based situational judgement tests 

Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular, those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.

At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.

Work Values – Interview

A structured interview(s) comprising firstly values questions. Secondly, comprising of competency questions, and finally, including technical questions.

Work Values – Simulation Exercises

  • Scenarios from the job analysis can be used to design simulation exercises.
  • Parallel version developed to maximise exercise integrity.
  • Minimise the risk of applicants sharing details of tools.
  • Compromising the validity of the assessment process.

Work Values Fit Tests

3) Situational judgement tests – values

Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular, those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.

At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.

Values-Based Interview

A structured interview(s) comprising firstly values questions. Secondly, comprising of competency questions, and finally, including technical questions.

Values-Based Simulation Exercises

  • Scenarios from the job analysis can be used to design simulation exercises.
  • Parallel version developed to maximise exercise integrity.
  • Minimise risk of applicants sharing details of tools.
  • Compromising the validity of the assessment process.

Work Values Fit Tests

Culture Fit

In 2018, the ongoing organisational trend of cultural fit becoming increasingly important. What does this mean for you if you are applying to an organisation with a distinct culture? Company culture will be a key topic of conversation amongst the top Executives of many of the graduate employers.

Start-ups value agile working and modern approaches, such as flexible and managing projects via a  sprints-based methodology. We all know about the culture of design obsession at Apple and the research-time perks of working at Google. Many of the high-profile US tech leaders, such as Netflix, measure their values and their culture.

Why, is company culture so important to these companies? Large employers in the technology industry often struggle with recruiting top talent with the highly specialised IT skills they need. In London and the West Coast. Any applicant can ‘sample’ how others have experienced their contact by checking Glassdoor ratings.. which certainly explains why many company CEOs now obsess over keeping this high. And yes Google’s at 4.4 is exceptionally high!

The allure and difficulty of getting through the Google application process both add to the company’s allure for IT graduates. all of this public perception is part of the company culture since new joiners bring that set of beliefs with them when they join.

Then once these specialists have joined, the company must keep their specific skill sets up-to-date. It must having a positive working environment to keep these highly valued staff engaged.

 –  –  –   Work Culture Fit   –  –  –

Fit Toolkit

Fit  ~  Personality Fit  ~  Values Fit  ~  Employability Fit.